The internal turmoil of Twitter resulting in the departure of many high-level executives is going to affect the talent pool.
The outcome of the Twitter buyout negotiations is still uncertain but the internal turmoil of the company is hard to miss: many top-level executives are leaving the company. It has even been reported that Twitter is giving out bonuses ranging from $50,000 to $200,000 in a bid to retain their employees.
The implications of an impending meltdown of a tech giant extends beyond the stock market. The mass exodus and reshuffling of Twitter’s employees mean that there will be an influx of talent re-entering the market. For recruiters and hiring managers, this is the time that they should be especially vigilant for talent.
As Dr. John Sullivan puts it:
“Despite all that you’ve been reading about the importance of data and technology in recruiting, timing may turn out to have a much greater immediate impact on your recruiting result.”
The importance of timing highlights why talent-pipelining should be an on-going process for the long-term. Companies need to be prepared for changes in their staffing — whether there will be new roles created or abolished due to the evolving industry; and the one tool that is essential for the building of a talent pipeline is talent-mapping.
To quote Yoda, “Always in motion is the future.” Talent-mapping offers companies the reflex that is needed to keep up with the ever-changing talent pool.
The Twitter crisis is the perfect opportunity for hiring managers to cast their net for the talent that they have been planning to acquire. As Terence Swee, CEO of muvee, said, “Smart people become indispensable very quickly.” Without a talent pipeline strategy in place, hiring managers would have probably needed to scramble to reassess their staffing situation to decide on what kind of skillset they need to acquire, before finally making a move to snag the talent. Even then, that may too late, considering the intense competition for talent within the tech industry.
So how can hiring managers seize this opportunity for acquiring talent without falling behind the competition?
Use talent-mapping to identify talent specifically from Twitter
If companies already have a talent-pipeline strategy in place, i.e. they already know what skills and talent they are looking for, then all the hiring managers need to do now is to execute the search: set the search parameters while specifically targeting Twitter employees.
A talent-map will give hiring managers a quick overview of the available and potential talent from Twitter, allowing them to jump ahead of the competition and proceed to make their move.
Set the bait
A quick browse on Glassdoor reveals that the discontent of Twitter’s employees is mostly due to the management and leadership. Even though news reports generally cover the departure of high-level executives, it would be safe to assume that the morale is generally low even among lower-level staff.
Hiring managers can use this nugget of information to their advantage when reaching out to candidates by pointing out why their company is worth joining as compared to Twitter.
For example, even though Twitter may be offering attractive monetary bonuses, employees who prioritise growth and good management may not be swayed by those bribes. Hiring managers can also then gauge whether the selected talent is a good fit for the company, by reading into their goals and priorities.
It may seem like a despicable move to exploit Twitter’s crisis, but it’s a dog-eat-dog world out there. And if recruitment is just like dating, then, as the saying goes: all is fair in love and war.